Office of Research
September 2010
RE-DELEGATION OF SALARY
SETTING
•New Hires
•Promotions
•Equity Increases
•Reclassifications
Office of Research
September 2010
FACTORS TO CONSIDER
•Campus Average
•Research Average
•Unit/Department Average
• Internal Equity
•Length of Employment
•Years of Experience
•Applicable Educational Background
Office of Research
September 2010
RESOURCES/GOVERNING POLICY
•PPSM Policy 30
•Berkeley Campus Implementing Procedures
•Bargaining Union Contracts
•Compensation – June Ramirez 3-0645
•Office of Research – Lisa Bolivar 2-9452
•Labor Relations – 3-6001
Office of Research
September 2010
•Do Not Exceed 25% in a fiscal year
•Some Unions Must Be Noticed
•Do not use Merit as a reason code
Office of Research
September 2010
EQUITY INCREASES
1. An equity increase may be granted under unusual circumstances and is
typically based on a serious salary inequity which cannot be corrected through
the merit review cycle.
2. A salary inequity exists when an employee's salary is significantly below that
of those in the same title code with similar performance, experience, skills,
knowledge, and assignments.
Examples of situations which may indicate a salary inequity include:
a. The salary of a long-term employee is low relative to a new hire
whose salary is highly market-driven.
b. There is significant salary compression between a supervisor and
his/her employees.
c. An employee changes from a limited-term to a career position in the
same class.
d. Market factors influencing recruitment and retention.
Office of Research
September 2010
EQUITY INCREASES (cont)
3. An equity increase may be considered for employee’s who have assumed
a substantial increase in scope of ongoing responsibilities that he/she is
currently performing, but not enough for a reclassification or promotion to a
higher level. For example, an employee may be asked to run additional
programs at the same complexity level as current programs run by the
employee.
4. Upon a lateral move, normally there will be no change in salary. In
exceptional cases, an employee may be considered for an equity increase.
5. The department head will submit the request through appropriate
channels to the control unit head, except as redelegated. The vice chancellor
will review and may consult with HR before making a final decision.